Nurmeksela Anu, Schavoronkoff Katju, Jokiniemi Krista
Department of Nursing Science, University of Eastern Finland, Kuopio, Finland.
Helsinki University Hospital, Helsinki, Finland.
J Nurs Manag. 2025 Jun 16;2025:9980485. doi: 10.1155/jonm/9980485. eCollection 2025.
This study aimed to describe nurses' evaluations of their work engagement, their perceptions of their managers' transformational leadership, and the relationships between these factors. A cross-sectional study design was employed. The Transformational Leadership Scale was used to measure the transformational leadership qualities of nurse managers. The Utrecht Work Engagement Scale (UWES-9) was used to measure nurses' work engagement. The data were analyzed using statistical tests, the Pearson correlation coefficient, and linear regression analysis. Among the work engagement subscales, nurses scored highest on dedication to work (mean 4.14, SD 1.22) and lowest on vigor (mean 3.68, SD 1.9). For transformational leadership subscales, giving feedback and rewards received the lowest scores (mean of 2.64, SD 1.02), while management of the nursing process scored the highest (mean 3.25, SD 0.92). The correlation between transformational leadership and work engagement was statistically significant ( = 0.367, < 0.001). In conclusion, transformational leadership by nurse managers may increase nurses' work engagement. Nurse managers can develop and incorporate transformational leadership traits through training programs. Further research is needed to understand the mechanisms linking transformational leadership to nurses' work engagement.
本研究旨在描述护士对其工作投入的评价、对其管理者变革型领导的认知，以及这些因素之间的关系。采用横断面研究设计。变革型领导量表用于测量护士长的变革型领导特质。乌得勒支工作投入量表（UWES - 9）用于测量护士的工作投入。数据采用统计检验、Pearson相关系数和线性回归分析进行分析。在工作投入子量表中，护士在工作奉献方面得分最高（均值4.14，标准差1.22），在活力方面得分最低（均值3.68，标准差1.9）。对于变革型领导子量表，给予反馈和奖励得分最低（均值2.64，标准差1.02），而护理过程管理得分最高（均值3.25，标准差0.92）。变革型领导与工作投入之间的相关性具有统计学意义（= 0.367，< 0.001）。总之，护士长的变革型领导可能会提高护士的工作投入。护士长可以通过培训项目培养并融入变革型领导特质。需要进一步研究以了解将变革型领导与护士工作投入联系起来的机制。
